Team Building

Employees Keeping You Up At Night? Read on:

HR Audits Work! By Christina Stewart, CPHR

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A healthcare company leader had employees keeping her up at night. Her main concern was entitlement: tardiness, absenteeism, a spike in peer to peer conflict, giving rewards and additional pay and getting a non-response – or an outright complaint that it wasn’t enough. Basically, she was seeing employees take and take and take and an overall sentiment that the company should simply be happy that the employees showed up to work each day; these team members were lacking in self-awareness and taking no accountability for their actions. The culture was flat at best and the negativity was taking over – people just seemed miserable – especially the CEO and she was worried that it was leeching out to her clients. She had done an employee survey a year before, but the results simply confirmed what she already knew and mistakenly, she didn’t do anything about the mediocre results. She didn’t undertake any changes or take any further action other than simply conducting the survey.

She reached out to us to see if there were a way, we could help in turning this collection of individuals into a true team. Before we could do that, we needed to understand why theses behaviours were happening.

We undertook an audit – interviewed a variety of employees (different roles, departments, tenure, and levels of responsibility) reviewed all the HR documentation (policies, procedures for hiring, promoting, terminating, training, benefits – everything related to HR). In doing so we quickly came to see a few patterns emerge:

  • The first and largest was concerning unclear expectations provided from leadership. Employees weren’t sure what success looked like for their role and they were not connected to the greater goal of the organization. They just didn’t see the value in the work they were doing.

  • There were further themes identified around how the rewards and recognition of good behaviour and reaching milestones were handed out

  • How the policy was interpreted and executed (often inconsistently), and

  • How poor performance was mostly ignored.

We were able to provide specific tactics to take to implement address the above list:

Expectations By setting very clear expectations on how, when and where the work is to be done and by whom, conflicts were immediately reduced, leaving leadership with more time to motivate the team instead of simply running interference. The other outcome of clear expectations was increased productivity. When a leader says “bring in clients” an employee will be creative in determining what that means (Only bringing in one is still an increase, right?) but when the leader says “your job this month is to bring in 10 clients” the employee works directly toward that goal until it’s met – no creative interpretation required. Through this process with us the employer lost two employees who were at the heart of most of the conflict – all turnover is not bad!

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By connecting the team to the significance of the company we were able to increase engagement and of course increased engagement means increased productivity. As leaders we know that productivity equals profitability and of course profitability equals increased rewards for the team. Round and round it goes.

The best part of the story: The Leader finally got some much needed sleep!

If you have any questions about how we can help your organization get to the heart of what’s happening for your team – let us know. We offer free consultations and free HR Pulse Checks to help guide you in creating your best HR strategy.

And Then There Were Four, by Christina Stewart

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Have you ever run a business, with you and your partner both working 80+ hours per week? Have you ever tried to run a business working all those hours when your partner is also your husband and you have three active kids, two big dogs and a home to run together?

If so, you'll know that it's difficult (understatement!) because you and he are literally everything to everybody at home and everything to everybody with all your clients. So, what do you do?

Hire some help of course!

But what if you found an absolutely ahhh-mazing team member, and she was tied up in a contract for a few more months?  Well, if you are like us, of course you’d wait for her. Because she’s awesome and I mean that in a tremendous, remarkable, splendid kind of way!

So then, what if while you were waiting for this tremendous, remarkable, splendid Director of all your services to arrive, you launch a whole new line of service?  Well, that’s what we did.  On top of the bucket load of interesting and complex HR advisory work, on top of the challenging recruitment we had underway and on top of the regular learning and development and team building we were doing – we decided to take on a huge new program focused around Diversity, Inclusion & Unconscious Bias.  Why? Because there is significant value in it for us and for our clients.

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And then what if you stopped counting the hours you were working and you found yourselves without a day off ever, like ever ever, and what if your kids started complaining that they didn’t know who you were anymore and what if you started going days between showers? (kidding! Sort of…)

Hire some help of course! So, we found an ahhh-mazing new team member to support all of our new work in Diversity, our Respectful Workplace programs and our Learning & Development / Team Building work.  But like anyone worth their salt, she wanted to give appropriate notice to her employer and then she wanted a little time to her herself in between her old gig and our new gig.  (She went to Mexico! Yay, for her, boo for us!) But of course we were happy to wait because she’s terrific.  Terrific in a “she takes initiative on the very first day” kind of terrific!

But then guess what happened?

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November 8, 2017 happened.  And as luck would have it, our brand new Program Facilitator and our Director of HR Services joined the Praxis Team for real.  For realz. 

So, if you see me smiling around town (with my kids in tow!) you know why.

Welcome to the craziness Lindsay & Erin – we couldn’t be happier to have you!